Global Alerts

FGI Update: This Week’s Summary of Global Immigration News

JAPAN: Immigration Government Fees Revised Effective October 1, 2026

Beginning October 1, 2026, Japan will revise government fees for immigration procedures, including changes to status of residence, extensions of periods of stay, and other related applications. The revised fees will vary based on the permitted period and whether the application is submitted at an immigration office or online, with online applications generally costing less periods longer than three months. Importantly, applications received by September 30, 2026, will remain subject to the fees in effect before the revision, even if approval is granted on or after October 1, 2026. Applications submitted in person will continue to require payment by revenue stamp, while online applicants must pay through a convenience store or bank, with a separate transaction fee also applying.

Key Points

• New Fees Effective October 1: The revised fee schedule applies to change-of-status, extension-of-stay, and other applicable immigration procedures beginning October 1, 2026. The amount depends on the permitted period, ranging from 10,000 yen for three months or less to 75,000 yen for a five-year period when applying at the counter.
• Online Applications: Online applications will generally have lower fees than applications submitted at an immigration office for permitted periods longer than three months. The online fees range from 15,000 yen for periods over three months but not more than six months to 65,000 yen for a five-year period.
• Longer Periods of Stay: For periods over six months but less than one year, the fee will be 25,000 yen at the counter or 21,000 yen online, while a one-year period will cost 33,000 yen at the counter or 27,000 yen online. Periods over one year but less than three years will cost 48,000 yen at the counter or 42,000 yen online, and periods of three years or more but less than five years will cost 64,000 yen at the counter or 56,000 yen online.
• Permission to PR: The fee for permission for permanent residence (PR) will be 200,000 yen when submitted to the immigration office. The information provided does not identify a separate online fee for PR permission.
• Payment Requirements: Online applicants may pay only through a convenience store or bank, and payment by revenue stamp is not accepted. A separate transaction fee will also be charged in addition to the applicable government fee, while applicants filing in person will continue to pay by revenue stamp.

What Employers Need to Know

• Budget for Higher Costs: Employers sponsoring foreign employees should account for the increased immigration fees when planning upcoming status changes, extensions, and other immigration procedures. The higher fees may increase the overall cost of maintaining employees’ immigration status in Japan.
• Consider Application Timing: Applications received by September 30, 2026, will be charged according to the fees in effect before the revision, even if the application is approved on or after October 1. Employers and employees with upcoming filings may therefore want to consider whether an eligible application can be submitted before the September 30 deadline.
• Online Filing May Reduce Fees: For many permitted periods longer than three months, online filing will be less expensive than submitting the application at an immigration office. Employers should consider the available filing method when planning immigration costs and procedures.
• Plan for Payment Procedures: Employers and employees using online filing should be prepared to pay through a convenience store or bank rather than by revenue stamp. A separate transaction fee must also be considered when calculating the total cost of an online application.

Looking Ahead

• Higher Immigration Costs: The revised fee schedule will substantially increase the government costs associated with many immigration procedures beginning October 1, 2026. The increase will be particularly important for longer periods of stay and applications for permanent residence.
• Earlier Filing Considerations: The September 30, 2026, cutoff creates a potential incentive to submit eligible applications before the new fees take effect. However, the application must be received by September 30 to qualify for the previous fee schedule; approval after October 1 does not trigger the new fees.
• Employer Immigration Planning: Companies employing foreign nationals in Japan should incorporate the revised fees into future immigration budgets and employee mobility planning. Employers should also monitor for additional guidance concerning online filing, payment procedures, and other immigration-related fee changes.

Japan’s immigration authorities will implement the new government fee schedule on October 1, 2026, affecting changes of status, extensions of stay, and other immigration procedures. Fees will generally be higher under the revised system, although online applications will be less expensive than in-person applications for many periods of stay. The most important transition rule is that applications received by September 30 will retain the previous fees regardless of when approval is issued. Employers and foreign employees with upcoming filings should therefore review their timelines, applicable fees, and payment methods before the new schedule takes effect.

SINGAPORE: Arrival Card Submission Process Enhanced

The Immigration & Checkpoints Authority (ICA) has introduced enhancements to the Singapore Arrival Card (SGAC) effective August 26, 2026, to make the submission process easier and more convenient for travelers. The improvements include additional language options, better passport-scanning and autofill capabilities, and a refreshed interface designed to reduce manual data entry and provide a more user-friendly experience. The enhanced SGAC is available through the ICA website and is also being introduced through the MyICA Mobile app. However, the underlying SGAC submission requirement has not changed, and travelers must continue to submit the SGAC within three days before arriving in Singapore.

Key Points

• New Language Options: The SGAC now offers more language options to improve accessibility for travelers from different countries. This enhancement is intended to make the submission process easier to understand and complete.
• Improved Passport Scanning: Enhanced passport scan autofill functionality allows passport information to be captured more easily. This reduces the amount of information travelers need to enter manually and can make the submission process faster.
• Refreshed Interface: The SGAC submission interface has been updated to provide a more streamlined and user-friendly experience. The changes are intended to make navigating and completing the arrival card more straightforward for travelers.
• Website and Mobile App: The enhanced SGAC is available through the ICA website, with the improvements also being introduced on the MyICA Mobile app. Travelers can therefore use the updated features through both online and mobile platforms.

What Employers Need to Know

• Employee Travel: Employers should ensure that foreign employees travelling to Singapore remain aware of the SGAC requirement. The enhancements make submission easier, but they do not eliminate the requirement to complete the arrival card.
• Timing Requirement: Travelers must continue to submit the SGAC within three days before arrival in Singapore. Employers coordinating international travel should continue to account for this requirement when preparing employees for business trips to Singapore.
• Easier Submission Process: The improved passport scanning and autofill features may reduce the time employees need to complete the SGAC. Employers can direct travelling employees to use the enhanced ICA website or MyICA Mobile app when preparing for travel.

Looking Ahead

• Greater Accessibility: The additional language options should make the SGAC process more accessible to a broader range of international travelers. This may make compliance with Singapore’s arrival requirements easier for employees who are less comfortable using the previously available languages.
• Greater Use of Digital Tools: The enhanced passport scanning and mobile functionality reflect Singapore’s continued effort to streamline immigration-related processes through digital tools. Travelers can expect the SGAC experience to become increasingly automated and user-friendly.
• Requirement Remains in Place: Despite the technological improvements, the underlying SGAC requirement remains unchanged. Employers and travelers should therefore continue treating SGAC submission within the required three-day window as a standard pre-arrival travel step.

The ICA’s enhancements to the Singapore Arrival Card make the submission process more accessible, efficient, and user-friendly without changing the underlying compliance requirement. Effective August 26, 2026, travelers benefit from additional language options, improved passport scanning and autofill functionality, and a refreshed interface available through the ICA website and MyICA Mobile app. Travelers must still submit the SGAC within three days before arriving in Singapore.

SRI LANKA: Permanent Residence Visa Program Implemented

The Department of Immigration and Emigration (DOIE) has implemented Sri Lanka’s Permanent Residence Visa (PRV) program, establishing a 10-year renewable visa for certain former Sri Lankan citizens, foreign spouses, and dependent children. PRV holders are permitted to enter and remain in Sri Lanka, work and conduct business or commercial activities, inherit or transfer property, and access education, healthcare, and other public services, subject to the program’s eligibility requirements and conditions.

Key Points

• Eligible Applicants: The PRV program covers persons of Sri Lankan descent or whose Sri Lankan citizenship ceased under sections 19, 20, or 21 of the Citizenship Act, as well as certain foreign spouses and children. Foreign spouses may qualify where the marriage has lasted more than five years, including certain spouses of deceased Sri Lankan citizens, while children of eligible applicants may also qualify.
• Primary Applicants: Applicants falling under categories (a), (b), and (c) may apply as the primary applicant. These categories include former Sri Lankan citizens, foreign spouses of Sri Lankan citizens, and certain foreign spouses of deceased Sri Lankan citizens who have not remarried. 
• Rights of PRV Holders: PRV holders may enter and remain in Sri Lanka and may engage in employment, business, and commercial activities. They may also inherit, transfer, or alienate property in Sri Lanka and have access to education, healthcare, and other public services. 
• Spouse-Related Validity: A PRV granted to certain non-Sri Lankan spouses may cease to be valid if the qualifying marriage is legally dissolved before the applicable five-year period has elapsed. A PRV for a surviving spouse may also cease to be valid if the person enters into another marriage, before the applicable five-year period, with someone who is neither a Sri Lankan citizen nor a permanent resident of Sri Lanka.

What Employers Need to Know

• Employment Authorization: PRV holders are entitled to engage in employment in Sri Lanka, in addition to conducting business and commercial activities. Employers therefore may employ individuals holding a valid PRV without the PRV being limited solely to residence. 
• Visa Duration: The PRV is issued for 10 years and is renewable, providing a significantly longer period of residence and employment authorization than many temporary immigration categories. The PRV is issued as a physical card, and a new card is issued upon each renewal. 
• Application Review: Applications must be submitted in person to the DOIE with the required documentation. The PRV Committee reviews eligibility and compliance and may request additional documents to establish an applicant’s identity, citizenship, relationship, or security clearance before approving the application. 
• Cancellation Risks: The DOIE may cancel a PRV if it was obtained through fraud, false representation, or concealment of material facts, or if the holder violates certain requirements. Cancellation may also occur following certain criminal convictions, conduct contrary to Sri Lanka’s constitutional interests, assistance to an adversary during civil strife or war, or where cancellation is considered necessary for national sovereignty, integrity, or security.

Looking Ahead

• Long-Term Residence: The 10-year renewable PRV provides eligible individuals with a long-term pathway to reside and work in Sri Lanka. Its availability may make Sri Lanka a more practical option for former citizens, qualifying foreign spouses, and their children seeking to maintain or establish long-term ties to the country. 
• Renewal Requirements: Because the PRV must be renewed after each 10-year period, holders will need to maintain compliance with the program’s requirements. Each renewal will also require issuance of a new physical PRV card and payment of the applicable LKR 1,000 card fee. 
• Application Scrutiny: The PRV Committee’s authority to request additional documentation indicates that applications may receive individualized review, particularly concerning identity, citizenship, family relationships, and security clearance. Applicants should therefore be prepared to provide supporting evidence beyond the initial required documentation if requested. 
• Program Implementation: As the DOIE has now implemented the PRV program, additional practical guidance may develop as applications are processed. This could provide greater clarity regarding documentation requirements, processing practices, and how the DOIE applies the program’s eligibility and cancellation provisions.

Sri Lanka’s newly implemented PRV program provides eligible former Sri Lankan citizens, qualifying foreign spouses, and dependent children with a renewable 10-year status that permits residence, employment, business activities, property transactions, and access to public services. Applicants must apply in person and undergo document review, potential additional scrutiny, biometrics, and final approval by the DOIE. The program also imposes important conditions, particularly for foreign spouses, and gives the DOIE authority to cancel PRVs in cases involving fraud, certain criminal conduct, security concerns, or other specified circumstances.

UNITED KINGDOM: Home Office Introduces Mandatory Sponsor License Security and Oversight Changes

Beginning Thursday, September 3, the UK Home Office is introducing several mandatory changes designed to strengthen the security and oversight of sponsor licenses. The changes include multi-factor authentication (MFA), removal of the Level 2 user role, and increased notifications to Authorizing Officers about activity on the Sponsor Management System (SMS). Although many of the underlying compliance obligations are not new, the changes give sponsors a more active role in managing user access and monitoring license activity, helping ensure that sponsor license information remains accurate and up to date.

Key Points

• Multi-Factor Authentication: MFA will become mandatory for users accessing the Sponsor Management System, adding an additional security step to the login process. Sponsors should ensure that SMS users understand the new process and review the Home Office MFA guidance before the changes take effect.
• Removal of Level 2 Users: The Home Office is removing the Level 2 user role as part of the changes to sponsor license management. Organizations should review all existing Level 2 users and determine whether they are eligible to become Level 1 users or whether their SMS access should be removed.
• Updated User Information: Sponsors should confirm that the email addresses for all Level 1 users are accurate and that their dates of birth are recorded to support MFA setup. Mobile telephone numbers should also be recorded where available, although a mobile number is optional if the organization chooses to use email to receive the one-time authentication code; at least one of these methods must contain accurate information to proceed with MFA.
• Access Controls and Responsibilities: Sponsors should review who currently has access to the SMS and determine whether existing permissions remain appropriate. Key personnel should also understand their responsibilities for managing the sponsor license and maintaining accurate license information.
• Authorizing Officer Notifications: Authorizing Officers will receive additional SMS notifications about activity on the sponsor’s license. Organizations should therefore assess whether their current Authorizing Officer is the appropriate person to monitor and oversee these additional responsibilities.

What Employers Need to Know

• Audit SMS Users: Employers should conduct an immediate review of their SMS users, with particular attention to existing Level 2 users. Where appropriate, eligible users should be upgraded to Level 1 status, while individuals who no longer require access should have their permissions removed.
• Verify Key Personnel Information: Employers should make sure that contact information for all relevant Level 1 users is current before MFA is implemented. Accurate email addresses and dates of birth are particularly important for setting up MFA, while mobile numbers should be recorded where available.
• Prepare Employees for MFA: SMS users should be informed about the new MFA login requirements before implementation. Employers should review the Home Office Multi-Factor Authentication Manual and ensure that users understand how they will obtain and enter their one-time authentication codes.
• Review Internal Responsibilities: Employers should consider whether their current allocation of SMS responsibilities continues to make sense under the new system. This includes reviewing who has access, whether permissions are necessary, and whether key personnel are properly prepared to manage sponsor license obligations.

Looking Ahead

• Stronger License Oversight: The changes are intended to improve the security and oversight of UK sponsor licenses by giving sponsors greater control over access to the SMS. Increased monitoring and notifications may also make it easier to identify and address unauthorized or inappropriate activity.
• Greater Importance of Accurate Records: Sponsors will need to keep user and key personnel information accurate and current to avoid problems with SMS access and MFA. This reinforces the importance of treating sponsor license information and access controls as an ongoing compliance responsibility rather than a one-time administrative task.
• Opportunity to Review Compliance Processes: The introduction of these requirements provides sponsors with a timely opportunity to review their license management procedures and internal oversight arrangements. Organizations that address user access, contact information, MFA preparation, and Authorizing Officer responsibilities in advance should be better positioned for a smooth transition.

In summary, the Home Office’s September 3 changes introduce important new security and oversight requirements for UK sponsor license holders. Mandatory MFA, the removal of Level 2 users, expanded Authorizing Officer notifications, and closer attention to SMS access mean that employers should review their current arrangements and make any necessary changes promptly. The new system places greater emphasis on active management of user access and sponsor license information. Employers should therefore use this transition as an opportunity to strengthen their internal compliance procedures and ensure that the individuals responsible for sponsorship are properly equipped to carry out their roles.

VIETNAM: New Decree Increases Foreign-Worker Compliance Penalties

Vietnam’s new Decree 283/2026/NĐ-CP, which governs administrative penalties for labor and social insurance violations and replaces Decree 12/2022/NĐ-CP, takes effect on September 10, 2026. The decree aligns Vietnam’s enforcement framework with the foreign-worker management rules introduced by Decree 219/2025/NĐ-CP and expands the compliance obligations that employers must meet, while generally increasing the penalties for violations involving foreign employees. Companies employing or hosting foreign nationals in Vietnam should therefore monitor not only Work Permit (WP) and Work Permit Exemption Certificate (WPEC) requirements, but also notification, multi-location work, and end-of-assignment obligations.

Key Points

• Working Without Required Authorization: A foreign employee may be fined VND 15–25 million for working without a required WP or WPEC, or for continuing to work after the authorization has expired. Expulsion from Vietnam is also provided as an additional sanction under the decree. 
• Employer Penalties: Employer fines for foreign employees working without the required WP or WPEC depend on the number of non-compliant employees. The fine is VND 30–45 million for 1–10 employees, VND 45–60 million for 11–20 employees, and VND 60–75 million for 21 or more employees. 
• Short-Term Work Exemption: Under Decree 219/2025/NĐ-CP, foreign nationals who work in Vietnam for less than 90 days in a calendar year are exempt from both the WP and WPEC requirements. However, employers must notify the competent authority at least three working days before the employee begins working. 
• Notification Penalty: Decree 283 expressly establishes a VND 1–3 million employer fine for failing to submit the required short-term work notification, submitting it late, or submitting an incomplete notification. The employer must also complete the notification as a remedial measure. 
• Separate Compliance Requirements: The short-term work notification is a separate employer obligation and does not turn an otherwise qualifying employee into someone working without a WP or WPEC. Therefore, where the employee genuinely meets the less-than-90-days-per-year exemption, the employer may face a VND 1–3 million fine and a requirement to submit the notification, while the foreign employee does not face a specific penalty for the missing notification.

What Employers Need to Know

• Verify Work Authorization: Employers should confirm that each foreign employee has the appropriate WP or WPEC when required, and that the authorization remains valid throughout the employee’s assignment. If a required authorization is missing or expired, both the employee and employer may face significant penalties, with the employee also subject to expulsion. 
• Track Short-Term Assignments: Employers using foreign nationals for less than 90 days per calendar year should distinguish carefully between the WP/WPEC exemption and the separate notification requirement. Even though the foreign employee does not need a WP or WPEC under this exemption, the employer must still submit the notification at least three working days before work begins. 
• Monitor Job and Work Locations: An employer may be fined VND 5–10 million per employee, up to VND 75 million per company, when a foreign employee works in a manner inconsistent with the information stated on the WP or WPEC. Employers also face a VND 1–3 million fine for failing to make, or making late or incomplete, the required notification when an employee holding a WP or WPEC works for the same employer in multiple provinces or cities. 
• Manage Documentation: Decree 283 also maintains penalties for certain failures to return or revoke WP/WPEC documents. Employers should therefore include authorization-document return and revocation procedures in their foreign-worker compliance processes when an assignment ends or circumstances otherwise require action.

Looking Ahead

• Broader Compliance Focus: Decree 283 demonstrates that Vietnam’s foreign-worker enforcement regime is moving beyond simply determining whether an employee possesses a valid WP. Employers will increasingly need to manage the full range of related authorization, notification, location, and assignment requirements. 
• Greater Financial Exposure: The new framework generally increases the level of penalties applicable to employers and creates additional consequences for failures that previously may not have carried an expressly stated penalty. Companies with larger foreign-worker populations should pay particular attention because penalties for certain violations increase based on the number of affected employees. 
• Closer Alignment with Decree 219: The new enforcement rules bring the penalties under Decree 283 into closer alignment with the foreign-worker management regime established by Decree 219/2025/NĐ-CP. As Vietnam’s foreign-worker framework continues to evolve, employers should expect compliance obligations and enforcement practices to develop together. 
• Stronger Assignment Controls: Companies should expect greater importance to be placed on tracking where foreign employees work, how long they work in Vietnam, and whether their activities match their WP or WPEC documentation. Failure to manage these details could result in penalties even when the employee otherwise has valid work authorization.

Practical Penalty Summary

Decree 283/2026/NĐ-CP significantly reinforces Vietnam’s foreign-worker compliance framework as of September 10, 2026, while aligning enforcement with the requirements established by Decree 219/2025/NĐ-CP. The most important change for employers is the broader scope of compliance obligations: companies must ensure that foreign employees have the correct authorization or genuinely qualify for an exemption, while also properly handling notifications, multi-province work, authorization-document requirements, and assignment-related procedures. Employers should therefore review their foreign-worker compliance systems to ensure that these requirements are tracked throughout the entire assignment, rather than treating possession of a valid WP or WPEC as the only relevant obligation.

The content of this article is intended only to provide a general guide to the subject matter. It should not be construed as legal advice. Please contact FGI at info@employmentimmigration.com or (+1) 248.643.4900 for guidance if you have specific questions.